The first years of teaching can be as exhilarating as they are exhausting. New educators enter the profession full of passion and potential — yet many leave within the first three years, citing burnout, lack of support, and feeling undervalued. If we’re serious about building a strong pipeline of committed, effective educators, we must be equally serious about how we support and retain them.

Prioritize meaningful mentorship Every new teacher deserves a strong, well-trained mentor who models effective practices and provides timely, actionable feedback. While intern teachers are typically assigned mentors, preliminary credential holders, international educators, and out-of-state hires also need structured and intentional support. School districts must go beyond simply assigning a mentor — they must ensure mentors have protected time to coach. Without this dedicated time, even the most committed mentors are at risk of burnout.

At San José Unified School District, several strategies are used to make mentorship both meaningful and sustainable. Mentors are given weekly coaching blocks to meet with new teachers, release time to conduct and debrief classroom observations, and stipends to recognize the added responsibility. The district also prioritizes building non-evaluative, trusting relationships between mentors and mentees to foster honest dialogue and growth. In addition to formal mentorship, some sites implement an informal buddy system in which each new teacher identifies an experienced colleague to rely on for guidance and support. This model fosters a sense of community and connection — and comes at no cost to the district.

Create a culture of belonging New teachers thrive when they feel like valued and important members of the school community. Some administrators make a powerful first impression by personally welcoming new educators and introducing them during staff meetings. Involving new teachers in decision-making processes — whether through committees, planning sessions, or feedback loops — helps foster a sense of belonging. Just as important is celebrating their wins, no matter how big or small. Recognition builds confidence, boosts morale, and serves as a simple yet effective retention strategy for every school district.

Provide structured, scaffolded support Rather than expecting new teachers to simply “figure it out,” districts must provide clear structures and timely, relevant learning opportunities. In San José Unified, the school year begins with the annual New Team Member Orientation, where new educators are introduced to essential topics such as compliance, classroom management, curriculum planning, district culture, evaluation and student support strategies. Superintendent Nancy Albarrán sets the tone by sharing her personal journey to leadership, modeling the power of storytelling and connection. Teachers also engage with the district’s historical timeline, which deepens their sense of place and purpose.

Following orientation, weekly professional development courses are offered across the district. These sessions are facilitated by a comprehensive teacher support network — including instructional coaches, consulting teachers, school counselors, subject matter experts, and school leaders — ensuring ongoing, relevant learning throughout the year. Equally important is a well-designed evaluation system that supports growth rather than merely assessing performance. New teachers need a clear understanding of expectations, evaluation timelines, and opportunities to observe master teachers in action. Structured feedback and transparency foster trust, build confidence, and lay the foundation for long-term success.

Listen — and act New teachers bring fresh perspectives and honest insights that can be invaluable to school growth. They are often closely in tune to how today’s generation of students learn and engage. By actively listening to their experiences, schools can tap into this unique lens to improve practice. Incorporating new educators’ input can shape induction programs and policies, introduce innovative teaching strategies, strengthen technology integration, and guide long-term planning to better support student success.

Share your story One of the most powerful tools for supporting and retaining new teachers is storytelling. When educators — both new and veteran — share their personal journeys, challenges, and triumphs, it creates space for vulnerability, connection, and community. Stories help humanize the profession, reminding new teachers that they are not alone in their struggles and that growth takes time.

Stories bring authenticity. Each year, members of the hiring team share their personal journeys with high school seniors, offering relatable experiences and inspiring new possibilities. The stories provide choices never thought of before. When seasoned teachers share stories about their first tough year, or the student who changed their outlook, it offers reassurance and inspiration to those just starting out.

Encouraging new teachers to tell their own stories also affirms their voice and helps school leaders better understand their experiences. Whether it’s through journaling, video reflections, storytelling circles, or staff meetings, creating space for storytelling nurtures trust, builds community, and reinforces a sense of purpose.

Build a districtwide retention strategy Teacher retention should not depend solely on the goodwill of individual principals or staff members. It requires a districtwide commitment grounded in data and intentional action. Districts must regularly track and analyze new teacher retention rates to identify trends and areas for improvement. Offering cross-site support networks can foster connection, belonging, and shared learning among new educators. Ultimately, retaining new teachers is about more than reducing turnover — it’s about recognizing and honoring the hopes, talents, and humanity of those who choose to teach. When we invest in their success, we are also investing in the thinkers, leaders and creators of tomorrow.